Creating the right First Impression with new employees?

Are you creating the right First Impression with your new employees?

new employees ready for the induction process

As the force that drives your company on a day to day basis; your employees are your biggest asset. However, each new employee is a new gamble.

Will your new employee work well within your established team? Can their individual talents be wielded to improve your business? Or will they become a liability, disruptive to production, a waste of the time and energy, or even cost you extra money?!? -Induction Counts.

The first impression you give your new employee sets the tone for their new working environment, and has a direct impact on their motivation and ultimately their productivity. An employee will work their best only when they are fully aware of what is expected of them and are suitably equipped for the tasks required of them, so the faster this is achieved the faster they can start making you more money!

Is your business organised with clearly communicated procedures and business structure and does a new employee and their colleagues know where they fit in this? Have you ensured that a new employee will have all the information and equipment required to complete tasks including any specialised equipment that may be required for the employee’s individual needs? To fulfil just these basic needs planning has to start before a new employee arrives for their first day, making sure everything is in place for their smooth transition into your company.

A new employee ‘diamond’ could still turn to a ‘sour grape’ if you have not complied with laws and regulations during the induction process, any legal trip up can lead to a costly fine. Your legal responsibilities include checking and recording evidence of an employee’s Right to Work eligibility, and providing basic Health and Safety training when an employee starts. Non-compliance in these two combined could cost your business up to £25,000! Also, with the average Tribunal Discrimination award being £10,000+ it is important to ensure you show no discrimination; knowing what health checks you can make, monitoring for disability, and checking credentials of all applicants at the same point in the induction process.

Looking for help with your induction policies and procedures?

Learn more about HR Creator here: The quick and easy way to setup your induction processes right! – Priced from £29

Are your HR policies ready for the Olympics?

Question: The start of the 2012 Olympics is approaching fast! Is your business ready? Answers: a. We’re not based in the centre of London! b. Nothing positive to gain? c. Still plenty of time! d. We can deal with anything as it arises? e. No some summer London 2012 event dates are shown here, click to go to Olympics competition dates

If you are answering a-e from the answers on the right, or are unsure whether ‘this Olympics thing’ is really important to your business – please read on.

Most of the Olympic activity will be within the school summer holidays when managing employee holiday time and the resultant skeleton staff is usually difficult enough. Now add the impact of 10.8million tickets being sold for Olympics and Paralympics spectators and 70,000 volunteers giving ten days each to help run the Games. Don’t forget the combination of other summer events; see right for just a sample, also drawing thousands away from work. Are your HR policies ready to handle the increase in holiday requests?

Head of culture and sports group at Kent County Council, Chris Hespe said, “This is the greatest show on earth – it’s the equivalent of having a G20 summit, two FA cups and a Wimbledon every day for two weeks in London”. Although maybe a slight exaggeration by Hespe; this is definitely an event that many of your employees won’t want to miss, even if just by catching some of the TV/Internet coverage. Are your HR policies ready to provide flexible working hours to enable watching of the Games with minimal interruption to your business?

While most of the festivities are to be held across London (see affected areas), there will be a wide range of events all across the UK including ‘Live sites’. The Torch Relay preceding the opening ceremony comes within 10miles of 95% of people in the UK*. Events and cultural celebrations, large and small, are being held all along the relay route so it would not be surprising if many of your employees are involved in the celebrations at some point (Torch route information) . Such events can lead to a splurge in unauthorised absence, not only from employees forgetting to book off holiday in time, but also from post celebration malaise. Are your HR policies ready for an increase in pressure from unauthorised absence?

Heavy traffic can be expected around events including those not in the capital, and knock-on effects can be expected on alternative routes from vehicles trying to avoid the worst of it. This traffic may have a considerable effect on staff punctuality. Have expectations/alternatives been communicated with affected staff to reduce the impact on your business?

Acas Chief Executive John Taylor said: “We’re finally on the home straight to the 2012 Olympics and employers should have plans for managing employees’ involvement whether volunteering or those watching the events.” Read our factsheet to help you check that your business HR policies are ready!

*UK, Isle of Man, Jersey and Guernsey